“How much is my lawsuit worth?”

“What can you get for me?”

Many people ask these important questions when they are contemplating action against an employer. They are very reasonable questions, but they are also very difficult to answer, especially during the first stages of a lawsuit.

These questions and answers are designed to help you think about this issue and help you develop some insight into how your lawyer arrives at an answer to the above questions.

Reúna y ponga en orden cronológico todos los documentos que pueda encontrar relacionados con su empleo: cada recibo de sueldo, cada memorándum, cada nota manuscrita. Intenta, dentro de las normas de tu empresa, conseguir copias de:

• Evaluaciones de resultados
• Advertencias o reprimendas disciplinarias
• Cartas de agradecimiento o elogio (de jefes, clientes o compañeros de trabajo)
• Notas internas
• Boletines de empresa
• Registro de asistencia
• Cualquier documento en el que conste el motivo de su despido
• Manuales u otros documentos que describan las normas, políticas y procedimientos de trabajo.
• Información sobre pensiones y planes de jubilación
• Documentos relacionados con su solicitud de subsidio de desempleo
• Copias de las tareas asignadas
• Organigramas, diagramas, planos, etc.

No coja documentos ni acceda a información a la que no tenga derecho ni le corresponda. Si está afiliado a un sindicato, pida a su sindicato que le ayude a conseguir documentos que de otro modo serían difíciles de obtener, pero a los que tiene derecho legalmente.

Identificar testigos

Si cree que compañeros de trabajo u otras personas observaron su trato injusto, haga una lista de sus nombres, direcciones y números de teléfono particulares, junto con un resumen de lo que espera que digan, ya sea bueno o malo. Los testigos "malos" o poco amistosos son especialmente importantes para comentarlos con su abogado, de modo que pueda evaluar el daño que podrían causar a su caso. Hombre prevenido vale por dos.

Pide a testigos amistosos que te entreguen una declaración escrita de todo lo que vieron u oyeron en persona en relación con tu situación en cuanto decidas emprender acciones contra tu empleador. Los recuerdos se desvanecen con el tiempo. Asegúrese de que los testigos declaran sólo los hechos que conocen personalmente y dan ejemplos concretos de lo que han visto ellos mismos o de lo que les han contado directamente. Declaraciones generales como "Todo el mundo sabía que el supervisor iba a por ella" no son útiles para su caso. Obtenga declaraciones en las que se especifique quién, qué, cuándo y dónde se produjo la acción discriminatoria o ilegal, como los gritos del empresario o la interferencia en su trabajo. Si es posible, haga firmar la declaración ante notario.

Las declaraciones de testigos más útiles se basan en hechos concretos y no están adornadas por la ira hacia su empleador o por la amistad hacia usted. Deben ser lo suficientemente detalladas para que quien las lea -el tribunal, un abogado o un investigador de la agencia- vea el "cuadro completo".

Si sabes de empleados que fueron maltratados del mismo modo que tú, pídeles declaraciones sobre el modo en que fueron tratados. Si tu supervisor, por ejemplo, te hizo comentarios insultantes y denigrantes a ti y a otros trabajadores, consigue declaraciones de los demás compañeros que citen o parafraseen los comentarios, indiquen las fechas en que se hicieron y nombren a otras personas que estuvieran presentes.

This is a selection from Job Rights and Survival Strategies by Paul H. Tobias and Susan Sauter.

Esta página ofrece respuestas a las siguientes preguntas:

¿Por qué puedo necesitar un abogado para un problema laboral?

Para hacer cumplir plenamente las leyes estatales y federales que protegen a los empleados contra las acciones ilegales de sus empleadores, necesitará un abogado en muchas situaciones en las que tenga un problema grave con su empleador y necesite emprender acciones legales. La mayoría de los abogados que representan a empleados lo hacen porque entienden que los empleados no sindicados son relativamente impotentes frente a los empleadores.

Mientras que usted puede verse envuelto en un conflicto laboral grave sólo una o dos veces en su vida, algunas grandes empresas y sus abogados tratan muchos conflictos laborales cada día. La mayoría de las empresas tienen mucha más experiencia y recursos que usted para evaluar y tramitar reclamaciones. Un empleado que no haya consultado a un abogado puede estar en verdadera desventaja.

Tener éxito en un pleito laboral sin abogado (lo que se denomina presentación "pro se") es prácticamente imposible. Además de conocer la ley (sólo una parte de la cual se cubre en otra parte de este sitio web) y los procedimientos judiciales asociados, un abogado sabrá qué información necesita para ganar, cómo obtenerla, cómo presentar testigos y documentos al tribunal y al jurado, y cómo evitar que una empresa y sus abogados utilicen tácticas desleales para ganar el caso. No cometa el error de pensar que va a ganar y ahorrarse algunos honorarios de abogados llevando el caso a juicio por su cuenta. Podría acabar sin nada. Peor aún, podría terminar teniendo que pagar a su empleador por los gastos en que incurrió al defender su demanda.

¿Necesito hablar con un abogado inmediatamente?

Estas son algunas de las situaciones en las que se recomienda encarecidamente hablar con un abogado inmediatamente:

• Le preocupa cómo le tratan en el trabajo o si su despido fue legal;
• Está pensando en renunciar a su empleo debido a la conducta aparentemente ilegal de su empleador;
• No quiere o no puede negociar con su empresario la indemnización por despido;
• No comprende claramente sus derechos o no está seguro de la acción adecuada que debe emprender tras su despido;
• Se acerca el final de su "plazo de prescripción" o fecha límite para presentar una demanda y aún no está seguro de cómo o dónde presentar una reclamación;
• Le presionan para que firme un complicado y extenso "descargo de responsabilidad" que no comprende del todo;
• Quiere presentar una demanda ante un tribunal estatal o federal;
• Sabe de muchos otros empleados que quieren interponer el mismo tipo de demanda contra el mismo empresario;
• No está satisfecho con la investigación de su queja por parte de un organismo gubernamental (como la EEOC);
• Tiene pruebas contundentes de que su despido fue ilegal.

Si se demora en ponerse en contacto con un abogado, no sabrá qué puede hacer para evitar que su situación empeore y es posible que no documente adecuadamente los acontecimientos a medida que se producen. Dado que es su carga demostrar un motivo ilegal, como la discriminación o las represalias, debe documentar las pruebas que apoyan sus reclamaciones. Si no documenta los hechos a medida que suceden, es posible que más adelante no disponga de las pruebas necesarias para demostrar su caso. Necesita documentos o un testigo que confirme los hechos y acontecimientos. Si es su palabra contra la de su jefe, será muy difícil probar su reclamación.

Example: if you are given a poor job evaluation, placed on a “performance improvement plan” and then threatened with termination, an attorney will help you to evaluate your possible claims and how to document your case. Usually, the employer is very experienced at documenting poor performance to defend itself against claims. However, by documenting events in a way that refutes the reasons for the adverse action, the employer may back off.

Without legal help early on, you may not be prepared to counter the employer’s stated reason for your poor evaluation or termination.

Visit the Workplace Fairness Employment Attorney Directory to search for a lawyer in your area.

Some additional criteria an employment lawyer will use to assess the value of your case are:

• Your actual losses, including past and future wages.
• The strength of the evidence you have, the evidence that could be obtained through the pre-trial process, and the availability of credible witnesses and documents. Is it your word against theirs? Is there objective evidence of wrongdoing? As much as possible, your attorney will also look at these things from the other side’s point of view: what evidence and witnesses do they have to use against you?
• The estimated cost of your lawsuit, including attorney’s fees and other costs.
• The time it is going to take to get you a recovery. Money you get today is worth more to you than money that takes three years to recover.

A lawyer will help you think about these issues, typically as part of a first consultation. Many lawyers are reluctant to put a price on a case when they first hear about it because critical information is missing: what is the other side’s story and what evidence do they have to support it?

La regla general es incluir todos los detalles que permitan a la agencia determinar si usted tiene una reclamación o se ha infringido la ley. La información más básica que debe incluirse es:

• Su nombre, dirección y número de teléfono.
• El nombre, la dirección y el número de teléfono de la empresa, la agencia de colocación o el sindicato contra el que desea presentar la reclamación.
• Una estimación del número de empleados (o afiliados al sindicato), si lo sabe. (Algunas leyes sólo se aplican a empresarios con un número mínimo de empleados).
• Una breve descripción de los hechos en los que se basa su queja de que se ha infringido una ley.
• La(s) fecha(s) de la(s) infracción(es).

Asegúrese de seguir todas las instrucciones del formulario, y no deje en blanco ninguna información solicitada si tiene forma de averiguar la información antes de enviar el formulario.

1331 Pennsylvania Ave NW #1150 Washington, DC 20425

Phone: (202) 376-8105 TTY: (202) 376-8116 E-Mail: publications@usccr.gov Website: www.usccr.gov

Información sobre la Agencia/Misión: La Ley de Derechos Civiles de 1957 creó la Comisión de Derechos Civiles de Estados Unidos. Desde entonces, el Congreso ha reautorizado o prorrogado varias veces la legislación por la que se creó la Comisión; la última reautorización se produjo en 1994 mediante la Ley de Enmiendas a la Comisión de Derechos Civiles de 1994.

Establecida como una agencia federal independiente, bipartidista y de investigación, nuestra misión es informar el desarrollo de la política nacional de derechos civiles y mejorar la aplicación de las leyes federales de derechos civiles. Llevamos a cabo esta misión estudiando presuntas privaciones del derecho de voto y presuntas discriminaciones por motivos de raza, color, religión, sexo, edad, discapacidad u origen nacional, o en la administración de justicia. Desempeñamos un papel vital en la promoción de los derechos civiles mediante la investigación, el estudio y el análisis objetivos y exhaustivos de cuestiones de interés fundamental para el gobierno federal y el público.

Information on Filing a Complaint

Getting Uncle Sam to Enforce Your Civil Rights

Civil Rights Directory

950 Pennsylvania Avenue N.W. Office of the Assistant Attorney General Washington, D.C. 20530

Department Comment Line: 202-353-1555 Department of Justice Main Switchboard: 202-514-2000

TDD: 800-877-8339 Additional Contact Information: https://www.justice.gov/crt/contact-office E-Mail: Contact individual department, as listed at Civil Rights Section Home Pages Website: http://www.usdoj.gov/crt

Información sobre la Agencia/Misión: Hacer cumplir la ley y defender los intereses de los Estados Unidos de acuerdo con la ley; garantizar la seguridad pública contra las amenazas extranjeras y nacionales; proporcionar liderazgo federal en la prevención y el control de la delincuencia; buscar un castigo justo para los culpables de conductas ilícitas; y garantizar una administración de justicia justa e imparcial para todos los estadounidenses.  

Thomas Jefferson escribió: "El más sagrado de los deberes del gobierno [es] hacer justicia igual e imparcial a todos sus ciudadanos". Este deber sagrado sigue siendo el principio rector de las mujeres y los hombres del Departamento de Justicia de Estados Unidos.

Disability Rights Section Home Page The Disability Rights Section works to achieve equal opportunity for people with disabilities in the United States by implementing the Americans with Disabilities Act (ADA). The Section also carries out responsibilities under Sections 504 and 508 of the Rehabilitation Act, the Small Business Regulatory Enforcement Fairness Act, and Executive Order 12250.

Employment Litigation Section The Employment Litigation Section enforces against state and local government employers the provisions of Title VII of the Civil Rights Act of 1964, as amended, and other federal laws prohibiting employment practices that discriminate on grounds of race, sex, religion, and national origin. The Section also enforces against state and local government employers and private employers the Uniformed Services Employment and Reemployment Rights Act of 1994, which prohibits employers from discriminating or retaliating against an employee or applicant for employment because of such person’s past, current or future military obligation.

Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) enforces the anti-discrimination provision (§ 274B) of the Immigration and Nationality Act (INA), 8 U.S.C. § 1324b.

Esta ley federal prohíbe: 1) la discriminación por estatus de ciudadanía en la contratación, el despido, o la contratación o remisión a cambio de una retribución, 2) la discriminación por origen nacional en la contratación, el despido, o la contratación o remisión a cambio de una retribución, 3) el abuso de documentos (prácticas documentales injustas durante el proceso de verificación de la elegibilidad para el empleo, Formulario I-9, y 4) las represalias o la intimidación.

U.S. Department of Labor

Frances Perkins Building 200 Constitution Avenue, NW Washington, DC 20210

Phone: (866) 4-USA-DOL TTY: (877) 889-5627 E-Mail: See DOL E-Mail Topics for further information Website: www.dol.gov

Información sobre la Agencia/Misión: Fomentar, promover y desarrollar el bienestar de los asalariados, solicitantes de empleo y jubilados de los Estados Unidos; mejorar las condiciones de trabajo; promover oportunidades de empleo rentable; y garantizar las prestaciones y derechos relacionados con el trabajo.

Summary of the Major Laws of the Department of Labor

Workers Information Page

ELaws: Employment Law Assistance for Workers and Small Businesses

Wage and Hour Division Home Page

Occupational Safety & Health Administration

200 Constitution Avenue, NW Room Number N3626 Washington, D.C. 20210

Phone: (800) 321-OSHA (6742) TTY: (877) 889-5627 Additional Contact Information: OSHA Contact Information E-Mail: OSHA E-Mail Form Website: www.osha.gov

How to File a Complaint with OSHA

OSHA Complaint Handling Process
OSHA Regional and Area Offices
OSHA eTools and Electronic Products for Compliance Assistance

Employee Benefits Security Information

Frances Perkins Building 200 Constitution Avenue, NW Washington, DC 20210

Phone: (Toll-Free) (866) 444-EBSA (3272) TTY: (Toll-Free) (877) 889-5627 E-Mail: www.askebsa.dol.gov Website: www.dol.gov/ebsa

Información sobre la Agencia/Misión: EBSA se compromete a educar y ayudar a más de 200 millones de participantes y beneficiarios de planes de pensiones, salud y otros planes de beneficios para empleados y a más de 3 millones de patrocinadores de planes y miembros de la comunidad de beneficios para empleados. EBSA promueve el cumplimiento voluntario y facilita la autorregulación, trabajando diligentemente para proporcionar una asistencia de calidad a los partícipes y beneficiarios de los planes. El objetivo de EBSA al proporcionar asistencia directa es elevar el nivel de conocimientos de los participantes y beneficiarios del plan, proveedores de servicios y otras partes interesadas y garantizar que tengan acceso a los documentos disponibles del plan presentados ante el Departamento de Trabajo. Esto permite a los participantes comprender y ejercer mejor sus derechos conforme a la ley y, cuando sea posible, recuperar las prestaciones a las que puedan tener derecho.

What You Should Know About Your Pension Rights
ERISA Compliance Assistance
EBSA Frequently Asked Questions
EBSA Regional Offices

National Headquarters 131 M St NE Washington, DC 20002  National Contact Center P.O. Box 7033 Lawrence, Kansas 66044

Toll-Free (National Contact Center): (800) 669-4000 Phone (National Headquarters): (202) 663-4900 TTY: (202) 663-4494/ Toll-Free: (800) 669-6820 Fax: (703) 997-4890 E-Mail: info@eeoc.gov (Please include your zip code and/or city and state so that your email will be sent to the appropriate office.) Website: www.eeoc.gov National Contact Center Website: https://eeoc.custhelp.com/app/home

Información sobre la Agencia/Misión: La Comisión para la Igualdad de Oportunidades en el Empleo (EEOC) es responsable de hacer cumplir las leyes federales que prohíben discriminar a un solicitante de empleo o a un empleado por motivos de raza, color, religión, sexo (incluidos embarazo, identidad de género y orientación sexual), nacionalidad, edad (40 años o más), discapacidad o información genética. También es ilegal discriminar a una persona porque se haya quejado de discriminación, haya presentado una denuncia por discriminación o haya participado en una investigación o demanda por discriminación laboral.

La mayoría de las empresas con al menos 15 empleados están cubiertas por las leyes de la EEOC (20 empleados en los casos de discriminación por edad). La mayoría de los sindicatos y agencias de empleo también están cubiertos.

Las leyes se aplican a todo tipo de situaciones laborales, como la contratación, el despido, los ascensos, el acoso, la formación, los salarios y las prestaciones.

La EEOC está facultada para investigar las denuncias de discriminación contra las empresas a las que se aplica la ley. Nuestro papel en una investigación es evaluar de forma justa y precisa las alegaciones de la denuncia y, a continuación, llegar a una conclusión. Si constatamos que se ha producido discriminación, intentaremos resolver la denuncia. Si no lo conseguimos, tenemos autoridad para presentar una demanda para proteger los derechos de las personas y los intereses del público. Sin embargo, no presentamos demandas en todos los casos en los que detectamos discriminación.

Leyes federales de igualdad de oportunidades en el empleo (EEO)
Prácticas prohibidas
Contactar con la EEOC
Oficinas de la EEOC y mapa jurisdiccional

1615 M Street, NW Washington, DC 20419

Phone: (202) 653-7200/ Toll-Free: (800) 209-8960 V/TDD: (800) 877-8339 Fax: (202) 653-7130 Additional Contact Information: Official Contact page E-Mail: mspb@mspb.gov Website: www.mspb.gov

Agency Information/Mission: The mission of the MSPB is to “Protect the Merit System Principles and promote an effective Federal workforce free of Prohibited Personnel Practices.” MSPB’s vision is “A highly qualified, diverse Federal workforce that is fairly and effectively managed, providing excellent service to the American people.” MSPB’s organizational values are Excellence, Fairness, Timeliness, and Transparency. More about MSPB can obtained from MSPB’s Strategic Plan. MSPB carries out its statutory responsibilities and authorities primarily by adjudicating individual employee appeals and by conducting merit systems studies. In addition, MSPB reviews the significant actions of the Office of Personnel Management (OPM) to assess the degree to which those actions may affect merit.

See USA.gov for information on each state.

Esta página ofrece respuestas a las siguientes preguntas:

Will a lawyer charge me for an initial consultation? If so, how much?

Some do, some don’t. It may also depend on whether you were referred to the lawyer through a referral service that has a special arrangement with that lawyer for a lower consultation rate. Many lawyers charge their regular hourly rates for a consultation, calculated in tenths of an hour (six-minute intervals) or quarter-hours. Others have a special, lower rate just for consultations.

Sometimes a lawyer will ask a flat fee regardless of the length of the consultation; a few give free consultations, but they usually are very selective about whom they see for a consultation. Free consultations are rare because employment cases are very difficult to evaluate and also very difficult to win, and often a consultation is all the individual needs in order to learn his or her rights and decide what to do.

Ask about the consultation fee before you make the appointment. Also ask whether the fee needs to be paid at the time of the consultation, and whether checks or credit cards are accepted.

Do I still have to pay the consultation fee if the lawyer tells me I don’t have a case?

You can expect to pay the consultation fee even if the lawyer tells you that you have no case. You are paying for the information and advice you get, and it can be very valuable to hear this early, before you spend a lot of time, money, and energy on a case you are not likely to win.

How does my lawyer get paid if I retain (hire) one?

Again, there are many different arrangements possible, depending on the individual attorney’s practices. The main types of arrangements are:

• hourly
• contingency; and
• modified contingency

How does paying my attorney by the hour work?

The attorney asks for a retainer fee up front, which represents an advance against expected fees and costs. Depending on what the attorney is retained to do and how much it is expected to cost, the retainer fee may be a few hundred dollars or it may be much larger, in the thousands or even tens of thousands.

How does paying my attorney on a contingency basis work?

The term contingency means that the lawyer’s fee is contingent upon recovering some money for you, through winning or settling your case. If the lawyer is unsuccessful and you get nothing, your lawyer also gets nothing. A common contingency fee is 1/3 of whatever you receive, after any out-of-pocket expenses are paid back to whoever advanced them.

What is a modified contingency arrangement?

There are different structures, but the general idea is a reduced hourly rate, and then an enhancement if the lawyer gets a recovery for you, and no enhancement if she does not. For example:

• The attorney may charge half their usual hourly rate; the other half is contingent upon a recovery for you, and if the lawyer gets nothing for you, the 50% rate is all you pay.
• On the other hand, if they do recover something for you, they will take the other 50% of the hourly rate from the recovery, plus a ‘bonus’ of 20% of the net recovery after fees, to compensate them for the risk of not getting fully paid.
• Another version might involve charging full hourly rates with a cap of $5,000 or $10,000, and 10% or 15% of anything recovered above a certain amount.
• Another, in an appropriate case, might be a flat fee to negotiate an employment contract or a severance agreement.

There are many other possibilities. Make sure you understand what your lawyer is proposing and how it would work if you settle, if you win, and if you get nothing.

If I win my case, how will my lawyer’s fees be paid, and who will pay them?

Where civil rights statutes generally give the court discretion in whether or not to award a prevailing plaintiff attorney’s fees, the Fair Labor Standards Act mandates this award. This fee-shifting provision requires that if the plaintiff wins a lawsuit under the FLSA, his “reasonable attorney’s fees” must be paid by the employer or other entity that was found to be at fault. The purpose of this provision is to enable people to get competent representation even if they are not rich, and even if they could not find lawyers to represent them on contingency because the amount at stake is not large enough. Lawyers who take these cases, in which they help individuals enforce the civil rights laws, are considered “private attorneys-general.”

How will I receive the attorney fees from the other side?

When the lawsuit is over and you have won, your attorney will file with the court an application for attorneys’ fees. The application has to include his time records and an affidavit describing his relevant legal experience and justifying his hourly rate. The application must calculate the fees based on an hourly rate multiplied by the number of hours, regardless of what kind of arrangement you have with your lawyer – even if it is pure contingency.

The defendant’s lawyers will do their best to reduce the amount the court will decide to award, attacking your fee application by arguing that your attorney’s hourly rate is too high, he was inefficient, he did not have to assign so many associate lawyers to do a given task, or your case was only partly successful. The judge will usually reduce the fee application somewhat. The defendant then has to pay the final amount to you or to your lawyer, depending upon whether you have already paid your lawyer.

Is it possible for my lawyer to get more money than I do from the lawsuit?

Yes. It is not unheard of for the lawyer representing you to receive more money than you do. This is because your lawyer’s fee is based on how many hours he or she worked to win your case, while your recovery is based on what you lost as a result of discrimination or other wrongful conduct by your employer. If your damages are low, but your lawyers had to work long and hard to get them for you, they may receive more than you do. Any other rule would discourage competent counsel from taking cases with relatively low damages or working hard to win them.

Do I have to pay taxes on the fees that my lawyer receives?

Ultimately, no. The law has recently been changed so that although you initially pay taxes on your attorney’s fees (they are considered non-wage income to you and should be reported on a Form 1099), you can then deduct them when you file your income tax return.

If I lose my case, how will my lawyer get paid?

That depends on your retainer arrangement with your lawyer. If she is to be paid on an hourly fee basis, you are responsible for any fees still due. If she is to be paid on pure contingency, you are responsible only for any out-of-pocket costs that your lawyer advanced, but you do not owe any fee. If there was some other arrangement, it will govern.

If I can’t afford the fees, what about companies that ‘invest’ in my lawsuit and pay the costs and fees, then get paid back only if and when I win?

Some of these companies may not be reputable. You can contact your local Better Business Bureau, but if the company you are asking about has been the subject of complaints and changed its name, the BBB may not have information about it. Ask the company for references and call the references before making the commitment to go this route.

If I lose a lawsuit, will I have to pay the fees for the other side’s lawyers?

If your lawsuit was not frivolous, meaning completely without merit and brought just to harass the defendant, you will not have to pay the other side’s attorneys, even if you lose.

Is any of this different if my case is a class action?

Class actions are always brought only on a contingency fee basis. Class members do not ordinarily have to contribute to attorneys’ fees or costs before settlement or judgment.

If a lot of work has to be done before the lawsuit starts – initial consultation and strategy conferences, an EEOC charge, or settlement negotiations that fail – and then I file a lawsuit and win, can I get paid back for all the fees and costs that were spent on the preliminary work?

Generally, yes. There may be a question of whether the preliminary work was necessary, but work done in the EEOC before bringing a federal lawsuit is clearly necessary, since filing a charge with the EEOC and getting a Notice of Right to Sue is required before you can file a lawsuit in federal court alleging discrimination based upon sex, race, age, religion, or national origin.

If I have a lawsuit with a number of different claims and win on only some of them, does it affect the attorneys’ fees I can recover from the defendant?

If you do not succeed on all your claims, it may well affect the fees that are recoverable. If you recover nothing for yourself except “nominal” damages such as $1 for hurt feelings, there is a real risk that you may not be granted any attorneys’ fees at all from the defendant. Although the calculation of fees should not be based on a formula, there are some cases in which courts have apportioned the fees based on the proportion of successful claims to unsuccessful claims. For instance, if your lawsuit had five claims and you prevailed on only two, such a decision would grant you only two-fifths of the fees requested – perhaps with further reductions for inefficiency, supposedly inflated hour rates, etc. There are other cases in which courts have even cut the attorneys’ fees they award because the plaintiff sought large damages but obtained only a smaller amount.

If I have a 1/3 contingency retainer arrangement with my attorney, can I get her fees paid based on the same method, rather than hourly, after I win my lawsuit?

No. A court will grant attorneys’ fees, to be paid by the losing defendant after you win, only on an hourly basis. If the hourly total is more than 1/3 of your recovery, the attorney is paid in full and you keep your full recovery. If the hourly fees granted are less than 1/3 of your recovery, the attorney receives the amount granted by the court, and any shortfall between that and 1/3 of your recovery comes out of your recovery – unless you and your lawyer have made a different arrangement in your retainer agreement.

If my lawyer and I part company before I win my lawsuit, do I still have to pay him?

The retainer agreement might say that under some circumstances you owe your lawyer nothing. On the other hand, it might say that if you discharge him without a good reason, or if he withdraws from representing you because you are not cooperating or following his advice, he is entitled to the full hourly value of the time he spent on your case, even if you would otherwise pay him only on contingency. Read the retainer agreement carefully.

My lawsuit ended up settling fairly quickly, but the fees my lawyer charged me still ended up being high. Do I have to pay?

Furthermore, make sure that everything you are being billed for was agreed to in the retainer agreement and to ask as many questions about your bill as you want. If your lawyer is billing you by the hour, you have a right to know how those hours were spent.

Due to some unexpected money problems I do not think I will be able to afford my attorney’s fees. What should I do?

As soon as you know you have a potential issue with paying your attorney’s fees you should tell your lawyer. Many lawyers will attempt to work out a payment plan that works for you under your new circumstances, but some will want to get out of your case if they cannot be paid the agreed upon fee. If you do need to change lawyers it is better to do so earlier rather than later in a case. It will not do you any good to keep your problems a secret from your lawyer as they are like any other professional and have legal rights to be paid the agreed amount for work done.

An employment class action occurs when an employer has wronged a large group of employees or applicants. To simplify and speedup the case, all the lawsuits are joined together into a class action. Though class actions are faster than having a trial for each individual lawsuit, a class action on averages takes longer and costs more than a typical lawsuit. There are also many class action specific rules to follow. To learn more about class actions and your rights related to class actions, read below:

What is an employment class action?

It is a lawsuit by a small group of people (called Plaintiffs/Class Representatives) on behalf of a larger group of people. In an employment class action, you are trying to prove that the actions of the employer in discriminating against the smaller group is typical of the discrimination faced by the larger group of people, due to a common factor such as their race, age, sex, national origin, ethnicity, etc.

Class actions are essential to the enforcement of our nation’s civil rights laws, since they are often the only way that individual employees can challenge discrimination. With a class action, one lawsuit can vindicate the rights of a larger group of people where no individuals or their attorneys will otherwise have enough of an economic incentive to bring suit on their own. This ensures that anti-discrimination and civil rights laws are adequately enforced.

Because class action lawsuits have been so successful at protecting the interests of employees and consumers, businesses and employers have been fighting back to restrict the ways in which class actions have been brought, resulting in the 2005 passage of the so-called “Class Action Fairness Act.” This law moved many class actions from state to federal court, where it has historically been more difficult for workers to prevail.

How is a class action different than an individual discrimination case?

A class action will take longer to get to trial than an individual case because it requires a decision “as early as possible” of whether a class can be maintained. This means in most instances that the investigation regarding the class claims must be conducted first (generally from four to eight months). Only after a decision on the class claims will an investigation and a trial occur regarding your individual claims.

What do the courts require in order for a case to be brought as a class action?

Rule 23 of the Federal Rules of Civil Procedure, which is the set of rules governing federal class actions, requires:

• That the class be so numerous that joinder of all members is impracticable;
• That there be questions of laws and fact that are common to the claims of the class representatives and the class;
• That the claims or defenses of the class representatives be typical of the claims or defenses available to the class members; and,
• That the class representatives will fairly and adequately protect the interests of the class.

Are there any other special requirements in employment class actions?

Yes. In employment cases, the plaintiffs must prove that they meet one of two additional rules under Federal Rule 23(b), either that:

• The party opposing the certification of a class action has acted or refused to act on grounds generally applicable to the class, making final injunctive or corresponding declaratory relief appropriate for the class as a whole; or,
• The questions of law or fact common to the members of the class predominate over any questions affecting only individual members; and,
• That it be found that a class action is superior to other available methods for the fair and efficient determination of the controversy.

How many people are necessary to meet the legal requirements for a class action?

The law requires that the class “be so numerous that joinder of all members is impracticable,” which means the employer’s illegal conduct must have affected enough employees or applicants for hire that joining all of them together, and then presenting before the court evidence of each of their separate factual and legal claims, is not practical.

How many is that?

There is no exact number of individuals that you must have before you can file a class action. However, as a general rule, less than 20 individuals is not enough for a class action and more than 50 individuals is almost always enough. Between 20 and 50 individuals can be a gray area, depending on such factors as:

Where the affected individuals are geographically located; and,

How easy it is to identify all the individuals who potentially were affected in the past or might be affected in the future by the employer’s discriminatory employment actions.

What does the law mean when it says that “the questions of law and fact must be common to the claims of the class representative and the class?”

This means that both the class representatives and the larger class proposed to the court must present substantially the same legal and factual questions as each other, so that one court determination could resolve all or most of the legal and factual issues in the case.

What does the law mean when it says that “the claims or defenses of the class representatives must be typical of the claims or defenses available to the class members?”

This means that the type of lawsuit and its defense that the class representatives would bring against the employer is similar to the lawsuit that other members of the larger class could also bring, so that a decision regarding the class representatives will be binding on and applicable to the claims of the class members.

What does the law mean when it says that the class representatives must fairly and adequately protect the interests of the class?

This means that a determination in the class representatives’ favor will also be beneficial to the interests of the larger class involved, and covers such issues as:

• There can be no “actual” conflicts of interest between the class representatives and the class members. (However, the employer must prove the actual existence of a conflict of interest, as it is not enough for the employer to merely allege a potential conflict of interest.);
• The class representatives must fight to be sure that the proper relief is provided for them and the rest of the class members;
• Class representatives must hire competent legal counsel familiar with class actions to represent their interests and those of the class.

What does the law mean when it says that the party opposing the certification of a class action has acted or refused to act on grounds generally applicable to the class, thereby making final injunctive or corresponding declaratory relief appropriate for the class as a whole?

This means that the employer has done or refused to do something in violation of the law which generally affects the larger group of class members, so that a class action lawsuit would allow the court in a single trial to fix the problem for everyone if the plaintiffs prove their case. In terms of fixing the problem, the court must be able to issue an injunction, which is an order directing the employer to stop its illegal conduct, that solves the problem, rather than only being able to remedy the problem by giving each class member money damages.

What does the law mean when it says that the questions of law or fact common to the members of the class must predominate over any questions affecting only individual class members? 

This means that the legal and factual questions that affect everybody are more common than the legal and factual questions affecting only a few people, so a mass determination of the legal and factual issues would be preferable to many individual cases. It is similar to the requirement discussed in question 5 in requiring that a common claim be shared by all class members, but it goes further to require that the common claims predominate over any individual issues. The rule does not require that every issue in the claim be common; rather, it requires that there be substantial common issues which predominate over individual ones.

What does the law mean when it says that a class action should be superior to other available methods for the fair and efficient adjudication of the controversy?

It means that if you can decide in one class action the same issues that would have to be tried in hundreds of repetitive individual trials, the class action will result in a valuable savings of judicial time and resources (also known as judicial economy) and will prevent inconsistent judgments, so is therefore a method superior to the other methods available to decide the cases. Moreover, where you have many class members who have suffered small losses, reducing the likelihood that they could afford to go to court individually against the defendant employer, a class action is a fair way to ensure the laws against discrimination can be enforced.

What are the various stages of a class action case?

The first stage of a class action is the investigation, which is called discovery. This generally involves requests by the individuals listed as named plaintiffs/class representatives to get computer data from the defendant. The data must then be analyzed by a statistical expert for disparate impact (in other words, to see if the actions of the defendant discriminate against the plaintiffs and the class). There will also normally be depositions (interviews that are recorded by a court reporter, but not involving a judge) of company officials regarding the procedures being challenged by the plaintiffs, and sometimes, an Industrial and Organizational Psychologist is used if a written test is involved.

After discovery is completed, including the filing of all appropriate expert reports and motions for and against class certification, the Court then ordinarily has either a hearing or just oral arguments regarding class certification. After ruling on class certification, the Court sets another scheduling conference to determine the time to be allowed for discovery regarding the merits of the class and individual claims (if the Court has granted class certification) or the merits of the individual claims only (if class certification has been denied).

Once this discovery is completed, the defendant will have the opportunity to move for summary judgment, which is a process where the defendant can request that the Court dismiss the case instead of having it tried before a jury. If summary judgment is denied, then a trial on the merits will follow.

How long do class actions last as compared to cases for individual plaintiffs?

Class actions normally last longer than individual cases because there is discovery related to the class claims, motions that a court must rule upon for or against class certification, and sometimes a class certification hearing or oral argument that all must occur before you get to discovery and a trial on your individual claims. Typically, class cases will last a year or two longer than an individual case.

What are the remedies available to me in an employment class action?

Under the present law, it is very hard for plaintiffs to receive compensatory and punitive damages because the court will not normally certify a class if there are going to be individualized determinations of damages for each class representative and class member. As a result, most class actions now seek only back pay and interest and injunctive relief.

I have been asked if I would be willing to be a “class representative” in a class action case. If I agree, what are my duties and responsibilities?

Class representatives in a class action not only represent themselves, but must also adequately and properly represent the interests of the other members of the class in both the money to be paid out and the changes that are to be made by the employer in the way it does business (called “injunctive relief”). Class representatives can not use their position to pay themselves more money or to obtain more rewards for themselves at the expense of the class.

Class Representatives are generally required to help with the discovery conducted in the case, including answering written questions asked by the defendant (called interrogatories) and providing answers to questions under oath before a court reporter (called a deposition). Additionally, although many law firms now pay the actual litigation costs, a class representative must be prepared to pay his or her percentage of the costs of the litigation if called on to do so.

As a result, even if your case is being handled on a contingency basis, you generally will be required to pay some amount of money to be held in trust toward the costs of the case. This money will be refunded to you if you win or settle the case. Class representatives may also be required to travel at their expense to the place where the lawsuit was filed, the corporate headquarters, or some other mutually convenient location to have their deposition taken, and if the lawsuit is lost, could be held liable for their percentage of the costs of litigation.

There are several of my co-workers who would be willing to join me in bringing a class action case against our employer. How do we get started if we think we might have a good case?

The first, and most important, step in this process is to find a law firm that has handled this kind of work before so they can advise you and your co-workers of the strength of your case.

I have just received a notice that I am a member of a class in a lawsuit against my employer. What do I do?

Read the Notice carefully as it will tell you what to do. Then, talk with a law firm that has handled class actions so you will know the strength of your position and what your rights are.

I do not wish to participate in a class action lawsuit that has been filed. What do I do to exclude myself from the case?

Notify the Court or the Class Administrator, as set forth in the Notice, that you do not want to be a part of the case and do not want any of the money that may be owed to you.

I do not wish to participate in a class action that has been filed against my employer, because I was planning to file my own lawsuit against the company. Am I required to be a member of the class?

The answer to this question depends on how your case is certified, as a B-2 class or a B-3 class.

A B-2 class is appropriate where an employer has acted against a class of people and thus, changes at the company (injunctive relief) are necessary. If a B-2 class is certified and the Court approves the settlement proposal, you cannot pursue your own case.

A B-3 class is appropriate where there are employment issues affecting a class that dominate over issues that affect individual members of the class, and in addition, a class action is the most effective means to address the issues. If a B-3 class is certified, then you can opt-out of the case and pursue your own case.

A law firm familiar with class action cases can inform you about how the case has been certified.

I have been a member of a class that has been certified by the court. I received notice of the proposed settlement, and I do not think it is a very good deal. Can I object to the settlement?

As a practical matter, if you are just upset with the amount of money you are to receive according to the class settlement, you will find it difficult to get the settlement overturned unless there is some major problem with the overall settlement.

I have heard a lot about class action lawyers making lots of money in class action settlements. How do I find out what the lawyers are getting paid?

The amount of money that the attorneys are to receive will be set forth in the Class Action Notice sent to you.

Most class actions take two to five years, thousands of man hours, and often from $500,000 to $1,000,000 in cash to bring to court, all of which are generally funded by the law firm representing the plaintiffs and class.

Since most plaintiffs in employment class actions are not wealthy and cannot afford to pay their attorneys by the hour, these cases are often handled on a contingency fee basis, meaning the attorneys pay these large costs over many years and only get paid if they win or settle your case. Finally, the probability of success on any employment class case is generally no better than fifty percent.

For all of these reasons, fees and expenses for the law firm handling a class action can often be quite large, but are in most cases deserved.

I heard that the court has approved the settlement in the class action case of which I am a part. How long will it take me to receive my settlement payment?

The Class Action Notice will tell you when the Fairness Hearing, when the Court will finally approve or disapprove the proposed settlement, will occur. After the Fairness Hearing, the Court will issue a Final Order approving or disapproving the settlement of the class action (either the day of the hearing or generally within thirty days of the hearing date). If there are no appeals of the Court’s final order, the payments to class members will be made within 30 to 60 days after the time to appeal the final order of the Court has passed.

El objetivo de la indemnización por daños y perjuicios es devolver a un empleado al mismo lugar en el que estaría si no fuera por las acciones o la inacción del empresario. Hay varias maneras en que un tribunal trata de hacer esto, incluyendo el pago retroactivo, pago por adelantado, y daños punitivos. Para obtener más información sobre los daños y perjuicios y sus derechos relacionados con los daños y perjuicios, lea a continuación:

Si gano mi caso, ¿qué recibiré?

Los daños y perjuicios que puede conceder un tribunal dependen del tipo de demanda. Los daños y perjuicios incluyen todas las pérdidas económicas y emocionales que sufre una persona como consecuencia de un conflicto laboral. El objetivo de una indemnización por daños y perjuicios es, por lo general, devolver a la persona al mismo lugar en el que habría estado de no haber perdido su empleo. En la mayoría de los casos estatales y federales de discriminación, el empleado tiene derecho a recibir los siguientes tipos de daños y perjuicios: salarios atrasados; salarios adelantados; prestaciones perdidas como sanidad, vacaciones, baja por enfermedad y pensión; reincorporación; adaptaciones razonables; y daños y perjuicios compensatorios y punitivos.

¿Podré percibir todos los salarios atrasados que habría cobrado de no haber perdido mi empleo?

Back pay and benefits are among the types of damages most typically awarded in successful employment cases. Back pay includes all of the wages, salary, bonuses, commissions, and benefits lost because of an unlawful dismissal or discrimination, minus any amount the employee was able to earn in the interim.

El pago retroactivo incluye mucho más que su sueldo o salario. Incluye los intereses, las horas extraordinarias, las diferencias de turno y los aumentos que hubiera recibido. El valor de la vivienda proporcionada por el empleador y perdida a causa de la discriminación forma parte de la indemnización. Los salarios atrasados se calculan desde la fecha de la discriminación o de la pérdida del empleo hasta la fecha de la resolución judicial.

¿Podré percibir todas las prestaciones que me corresponderían si no hubiera perdido mi empleo?

Todos los beneficios que una persona haya perdido a causa de la discriminación o la acción ilegal se incluyen en el importe de los atrasos. Por ejemplo, se le deben pagar las vacaciones no disfrutadas más las acumuladas hasta la decisión del tribunal. Si tu empresa te asigna un determinado número de días de baja por enfermedad al año, tienes derecho al valor correspondiente al número de días de baja por enfermedad no utilizados que hayas acumulado. Si la empresa paga las prestaciones del seguro médico o de vida, usted debe recibir el valor de las primas o prestaciones que la empresa habría pagado si usted hubiera seguido empleado. Su antiguo empleador también puede estar obligado a pagar los gastos médicos no reembolsados que hubiera cubierto el plan de salud de la empresa.

Los salarios atrasados también incluyen todas las formas de prestaciones de pensión que haya ganado o acumulado. También se incluiría el ajuste de las prestaciones de pensión realizado durante el periodo de tiempo de su caso. Esencialmente, todo lo que formaba parte de la compensación y los beneficios proporcionados por su empleador puede ser parte de la indemnización por salarios atrasados.

¿Puedo recuperar mi trabajo?

La readmisión de los empleados en los puestos de trabajo que perdieron es la solución preferida por los tribunales en los casos de discriminación, y también puede ser una solución en otros tipos de casos. A veces, sin embargo, los tribunales no ordenan la readmisión debido a la relación ahora hostil entre el antiguo empleador y el empleado, o porque ya no hay un puesto de trabajo disponible.

I am returning to my job and my employer has to make reasonable accommodations for me. However, what exactly are “reasonable accommodations?”

Lo que se considera un "ajuste razonable" depende de la empresa. Un ajuste razonable es cualquier cosa que permita a un empleado discapacitado hacer su trabajo y no cree una dificultad excesiva para el empresario. Una dificultad excesiva varía en función del tamaño y la estructura de la empresa y de la dificultad de realizar la adaptación".

What damages can I get if I’m not reinstated to my job?

Si un tribunal considera que la readmisión no es adecuada dadas las circunstancias, suele conceder una "indemnización anticipada", que es la cantidad de indemnización y prestaciones que el tribunal considera necesaria para compensar la diferencia de sueldo que el empleado habría ganado en el futuro. La cuantía de la indemnización anticipada depende del tiempo que el tribunal considere que tardará el empleado en recuperar el mismo nivel salarial que tenía cuando fue despedido. La indemnización anticipada incluye todos los beneficios perdidos, al igual que los atrasos.

What are “compensatory” damages?

The purpose behind compensatory money damages is that they are intended to make you “whole.” Compensatory damages are also called actual damages. In employment cases, they refer to the damages that are harder to measure, such as the following:

• Angustia emocional
• Dolor y sufrimiento (como pena, susto, ansiedad, humillación y depresión)
• Incapacidad permanente
• Deficiencia mental
• Facturas médicas

In employment discrimination cases brought under the federal anti-discrimination law, Title VII, the compensatory and punitive damages (but not back pay) that a jury could award to plaintiffs for discrimination are capped. If the employer has:

• 15-100 empleados, el límite es de 50.000 dólares
• 101-200 empleados, el tope es de 100.000 dólares
• 201-500 empleados, el tope es de 200.000 dólares
• A partir de 500 empleados, el límite es de 300.000 dólares.

Sin embargo, otros tipos de casos y los presentados en virtud de algunas leyes estatales pueden no estar sujetos a estos límites.

What are “punitive” damages?

Las indemnizaciones punitivas son las que se conceden en casos de delito doloso para castigar o disuadir al infractor o disuadir a otros de comportarse de forma similar. En los casos laborales, los daños punitivos están concebidos para castigar al empleador y convertirlo en un ejemplo para los demás, cuando pueda demostrarse que el empleador discriminó intencionadamente con malicia o indiferencia temeraria.

Despite a popular misconception, the employer’s conduct need not be “egregious” to allow an award of punitive damages. It is not the seriousness of an employer’s conduct that governs whether punitive damages will be awarded, but its intentions: did the employer “discriminate in the face of a perceived risk that its actions will violate federal law.” Put simply: did the employer know that a particular action was discrimination that was against the law, and still decide to do it anyway?

Los empleadores que adoptan una política antidiscriminatoria, la aplican eficazmente y documentan minuciosamente su estricto cumplimiento pueden utilizarla como defensa de "buena fe" contra las indemnizaciones por daños punitivos, así como reducir la probabilidad de que se produzcan conductas discriminatorias en primer lugar.

Las indemnizaciones punitivas no pueden imponerse a la administración federal, estatal o local, sino sólo a empresarios privados. Los tribunales rara vez conceden indemnizaciones punitivas. Muchos empleadores optan por llegar a un acuerdo en los casos en que su exposición a daños punitivos es significativa, para evitar la responsabilidad financiera potencialmente grande, así como la publicidad negativa resultante de una adjudicación pública de daños punitivos impuesta por un jurado.

Sin embargo, cuando se conceden daños punitivos, la cuantía puede ser significativa. Como se ha comentado en la pregunta anterior, la combinación de daños punitivos y compensatorios está limitada en los casos federales de discriminación en virtud del Título VII en función del tamaño de la empresa. Sin embargo, estos límites pueden no aplicarse a los casos iniciados en virtud de leyes distintas del Título VII, incluidas otras leyes federales y estatales.

What are “liquidated” damages?

Los daños liquidados son un tipo de daños punitivos, en los que el importe de la sanción por una infracción probada de una ley o una disposición contractual se designa por adelantado.

Under the law, a penalty amount such as “double damages” or “treble damages” is a common liquidated damages penalty. For example, while the Age Discrimination in Employment Act (ADEA) and the Fair Labor Standards Act (FLSA) do not provide for punitive damages, liquidated damages of up to twice the amount of back pay may be awarded in the event of a “willful” violation, if the employee proves that employer knowingly violated the ADEA or acted in “reckless disregard” of its provisions, or willfully violated the FLSA.

Las cláusulas de indemnización por daños y perjuicios también son habituales en los contratos. Por ejemplo, si usted resuelve el litigio contra su empleador con una cláusula de confidencialidad, que le obliga a mantener en secreto la cuantía y determinados hechos sobre la resolución de su caso, el acuerdo de resolución puede contener una cláusula de liquidación de daños y perjuicios que le obligue a pagar al empleador una cantidad preestablecida por incumplir el acuerdo.

Aunque una cláusula de indemnización por daños y perjuicios elimina la necesidad de probar daños y perjuicios de una cuantía determinada, si la cuantía de la indemnización por daños y perjuicios es irrazonable y excesiva en comparación con el daño que se pretendía compensar, puede ser declarada nula.

¿Tengo que buscar otro trabajo mientras mi caso está en los tribunales?

Yes. In employment cases, you must make a good faith effort to reduce the money that you have lost in wages because your former employer caused you to lose your job. As a discharged worker, you have two obligations:

• to make reasonable efforts to find employment, and
• to accept employment of a “like nature,” if offered.

If the other side can convince the judge or jury that you did not do what was reasonable, you could win your case, but still be awarded only one dollar (called “nominal damages”). However, if you did reasonably look for other work, you will not be denied damages for lost wages just because your efforts were unsuccessful and even if your efforts could have been “more exhaustive.” For more information, see our site’s page on mitigation.

I’ve heard about multi-million dollar awards in cases. How is that possible?

Multi-million dollar awards are rare in discrimination cases. They can happen in class actions where the claims of many employees are combined or in cases involving highly paid executives. For more information, see the the information under “How do I value my case?” section under Protect Your Rights.

En la mayoría de los casos, los empleados que han perdido su empleo debido a la discriminación tienen derecho a percibir los salarios y prestaciones perdidos. Los empleados también pueden reclamar daños punitivos e indemnizatorios en casos de discriminación por motivos de raza, sexo, religión, origen nacional, color, credo o discapacidad en virtud del Título VII. El empleado debe demostrar que el empleador incurrió en una práctica discriminatoria con "malicia o con indiferencia temeraria" hacia los derechos del empleado. Las acciones intencionadas de un empresario que causen vergüenza, angustia mental o humillación a una persona por motivos de raza o sexo justificarán la concesión de daños punitivos. El hecho de que un empresario no tome medidas para proteger a los empleados de los insultos racistas o étnicos de sus compañeros también puede dar derecho al empleado a una indemnización punitiva. Como se ha mencionado anteriormente, existen límites en la cuantía de los daños punitivos y compensatorios que pueden concederse en casos de discriminación por motivos de raza, sexo, religión, origen nacional, color, credo o discapacidad en virtud del Título VII.

En los casos contemplados en la Ley Federal contra la Discriminación por Edad en el Empleo (ADEA) y la Ley de Igualdad Salarial, las personas que ganan el caso y pueden demostrar que la discriminación fue "deliberada" pueden obtener una indemnización por daños y perjuicios, que es el doble de la indemnización por salarios atrasados. Los empleados que aleguen represalias en virtud de la ADEA también pueden obtener una indemnización compensatoria. 

If I win, are my attorneys’ fees covered?

Yes. Under the federal discrimination laws and most state laws, the employer must pay your attorneys’ reasonable fees if you prevail in your case.  However, if you lose, a court would not order you to pay the employer’s attorneys’ fees and expenses unless your claim was frivolous and wholly without merit. The employer could recover its court costs, including the expenses for depositions, which can total thousands of dollars.

Pueden pasar años hasta que recupere los ingresos perdidos por la discriminación que sufrí. ¿Existe alguna otra indemnización para compensar esas pérdidas?

Sí, los tribunales suelen conceder intereses de demora como parte esencial de la indemnización. Los intereses prejudiciales sirven para compensar la pérdida del uso del dinero que usted habría tenido de no ser por la discriminación o la pérdida de su empleo. Los tribunales gozan de gran discrecionalidad a la hora de calcular los intereses de demora, incluidos los tipos de interés que deben aplicarse y la forma de calcularlos.

¿Tengo que pagar impuestos por los daños y perjuicios que reciba?

La totalidad de la indemnización por daños y perjuicios está sujeta a impuestos federales que debe pagar el particular, salvo las partes asignadas a intereses de demora y honorarios de abogados. (El abogado paga impuestos sobre sus honorarios.) Sin embargo, los salarios atrasados en virtud de algunas leyes estatales no están sujetos a impuestos.

If you are suing your employer or former employer you may be surprised to learn that you have an obligation to minimize (mitigate) the damages to yourself and, as a result, how much your employer will owe you. If you lost your job, you have to make a good faith effort to find an acceptable job, and if you are injured on the job, you have to seek medical treatment right away. However, you are not required to take just any job offer and being unable to work anymore will not count against you. To learn more about mitigation and your rights related to mitigation, read below:

What does “mitigation” mean?

Whenever anyone has a legal claim against another, they have a duty to mitigate damages. That means you have to do what you can to minimize the damages. If you are hurt in a traffic accident, you have to take reasonable steps to get your injuries treated promptly. If you refuse to get medical help, and that refusal caused your injuries to get worse, the other driver will not be liable for the injuries you could have prevented. Similarly, if a warehouse ships lemons instead of apples, the grocer has to do the best they can with the lemons to lessen the claim against the warehouse. Lemonade anyone?

Do I have to look for a job once I’ve lost mine?

Yes. In employment cases, you must make a good faith effort to reduce the money that you have lost in wages because your former employer caused you to lose your job. As a discharged worker, you have two obligations:

• to make reasonable efforts to find employment; and,
• to accept employment of a ‘like nature,’ if offered.

If the other side can convince the judge or jury that you did not do what was reasonable, you could win your case, but still be awarded only one dollar (called “nominal damages”). However, if you did reasonably look for other work, you will not be denied damages for lost wages just because your efforts were unsuccessful and even if your efforts could have been “more exhaustive.”

How does mitigation affect the damages I can recover?

When calculating the amount of back and front pay that you can be awarded in an employment case, the court must deduct any compensation earned by working from the date of the employer’s unlawful action until the date of the verdict. Also, if you are awarded compensation for loss of future earnings, the court must deduct any compensation you are likely to earn from the date of the verdict until the anticipated end of your work life.

However, just because this amount will be deducted from your damages does not mean that you will receive more money if you do not work: the mitigation doctrine requires that you make the effort.

How can I show that I tried to find another job?

Since the employers will have lawyers to defeat your claim, you must be prepared to show what efforts you have made. This means you need a written record. You need to keep copies of any letters or resumes written, and any newspaper or magazine advertisements for jobs that you pursue. Keep your unemployment documents, as those papers also contain a listing of employers that you contacted in your search for work.

It is important to keep a written record of all your efforts to get a new job. You can keep this record in a diary or log entries in a book or pad. If you use a computer, be sure to keep backup copies. Share your “mitigation” record with your lawyer. Your lawyer can review it to give advice about whether you are recording enough activities. For each entry in your record, include the following:

• The date of each activity
• The name and address of the prospective employer you contacted
• The position you applied for
• The names of people you met
• The outcome – including whether you met the job requirements, got an interview, got an offer, leads on other jobs, or some other outcome

You can also record your registry with the state employment agency, the newspapers you read, and other efforts you make to get new employment.

What if I can’t find an acceptable job?

If you do receive offers of another job, you do not have to accept just any job that is offered in order to meet your duty of mitigating your damages.

For example, if you were employed as a professional in a position that paid more than $50,000 a year and offered substantial benefits, you would not be obligated to take a job at minimum wage, or to take the first thing that comes along. Likewise, if the type of position you held is relatively common, we are not aware of any law that would require you to conduct a nationwide search for employment or take a job in a distant or undesirable geographic location.

If you have any questions about your obligations if you do obtain a job offer, it is good to consult your lawyer before making a decision that could damage your case.

After the experience I went through in my last job, I am ready to change fields. Am I required to look for work in the same field I was working in when I lost my job?

In some situations, you are more likely to be able to mitigate your damages if you pursue work in a different field, such as when you have been “blackballed,” or the time you have spent away from work has caused your skills to erode.

I was holding down two jobs when I was let go. Do my earnings from my second job count to offset my damages?

If you were earning income from a second job prior to being let go, and you continued to earn the same amount of income from the second job after you were let go, that amount would not be included in the calculation of your earnings for the purpose of calculating damages.

However, if you used your second job to supplement your earnings after you were terminated, for example by taking on additional hours, then the additional income you earn will mitigate, or decrease the damages you are entitled to.

For example, if you earned $200 per week at a second job prior to being let go and were able to increase your earnings to $600 per week as a result of being let go, the damages you are entitled to will be decreased by $400 per week (current earnings of $600 minus the previous earnings of $200).

 After I was fired, I was forced to go on welfare. Is the income from public benefits included in the offset?

Generally, public benefits such as unemployment compensation, welfare, Food Stamps, etc., are not included in the calculation of your earnings and are not used to offset an award of back pay.

I went through severe harassment at work, which has made me unable to work. My doctor will not clear me to go back to work at all, since I have been diagnosed with post-traumatic stress disorder. Do I have to mitigate my damages?

One exception to the rule requiring you to mitigate your damages is when you become unable to work as a result of the employer’s actions. However, the bar is set very high: otherwise, everyone who was wrongfully terminated would claim that he or she is too stressed out to work. If you have any questions about your obligations to mitigate your damages during a period when you are unable to work, you should consult a lawyer.

I want to use an alternative treatment like acupuncture to treat my injuries. Do alternative treatments count towards mitigation of damages?

If you choose to use alternative treatments like acupuncture or holistic remedies, you run the risk of a judge or jury considering your actions to be unreasonable and, therefore, not a proper mitigation of damages. To be safe you should receive mainstream medical treatment from licensed doctors.

The vast majority of cases settle before going to trial. Settling avoids adding more legal fees to your case and the uncertainty of a trial, and allows you to move on with your life. However, before deciding to settle you should make sure it’s right for you and you should know your rights. To learn more about settlements and your rights related to them, read below.

What does it mean to “settle” a case?

In the context of an employment-related matter, it means to end a dispute with your former, current or prospective employer (referred to as “employer”). Usually this means you receive some form of “consideration” — money, non-cash benefits and occasionally an agreement to reinstate you or offer you a promotion. In exchange for this consideration, you waive, or give up the right to sue your employer, or if you have filed a lawsuit you agree to dismiss your claims.

What is a release?

A “release” is language contained in a document such as a separation agreement or a settlement agreement stating that you release your employer from all actual and potential legal claims in exchange for consideration.

I’ve just been fired. My employer is asking me to sign a release in exchange for severance payments. I haven’t even made any claims against this employer. Is this a settlement?

Yes. You may not have any legal claims against your employer, or have not thought about suing the company or organization. However, your employer wants to make sure that you don’t sue it in the future. Your separation agreement is a type of settlement, in effect. You waive your right to sue your employer in exchange for the severance payments.

How do I know if it’s worth releasing my employer from a lawsuit for the amount of money being offered?

You need to consider the particular circumstances of your situation, including whether you believe your employer has acted unlawfully. Even then, you need to examine whether the amount of money offered in exchange for your release makes your legal claims worth giving up.

Should I consult with a lawyer about whether I have legal claims and whether to accept this severance?

You may want to seek a professional opinion from an attorney before signing the agreement – particularly if you are uncomfortable doing so. This is also good advice, if you are thinking about rejecting the substantial amount of money being offered to you. In either scenario, an attorney can help analyze whether you have any legal claims and whether those claims merit rejecting the money being offered.

What happens if my employer does something illegal to me after I sign a release?

You waive only claims which have occurred up through the date you sign either a separation agreement or settlement agreement. You can still bring a lawsuit concerning any conduct or actions which your employer takes against you after that date.

Have I lost the opportunity to settle my claims against my employer if I reject the severance offer?

No. You can propose settlement to the other side at any point in an adversarial proceeding (such as a lawsuit or administrative hearing). However, depending on what is being offered as “severance,” it still may be the best option for you to settle now, rather than later. You should seriously evaluate any meaningful offer.

Why would my employer consider settling a dispute with me if I don’t threaten to take them to court?

There are many reasons: First, even if you have no claim against your employer, that employer still wants the security of knowing that won’t file claims against them in the future. Where your claims are strong, your employer may well want to minimize the risk of you going forward with a lawsuit.

My former employer has proposed that we go to mediation. won’t I give up my right to file a lawsuit if I agree to attend?

 No. Mediation is a voluntary process. You do not waive any legal rights by agreeing to try to mediate your claims – unless you settle through this process and reduce the agreement to writing. In mediation, both parties agree to explore settlement through a third party trained in facilitating resolution of conflicts.

Won’t initiating an offer to settle or go to mediation signal weakness in my case to the other side?

Your former employer may also want to resolve the case now, rather than later. It takes valuable time and often money for an employer to litigate a case in court – even if the company ultimately prevails. For some employers avoiding publicity may also be an incentive to settle early on. See the question on mediation in the Protect Your Rights section of the website for more information.

I’ve filed a lawsuit. My attorney tells me my case looks strong. Why would I want to settle if I won’t get my “day in court?”

Getting your day in court can be important part of a lawsuit. It allows you to feel heard and empowered – but that’s assuming the case proceeds as planned. Judges rule the courtroom. They control most of what evidence (good and bad for your case) the jury hears. Juries are made up of human beings who have their own views and biases. Going to trial is usually a high-risk situation because it has so many unpredictable factors which neither you nor your attorney can control. Justice does not always prevail.

How do I know if a settlement offer is reasonable—the one the employer has presented seems too low?

One way to assess an offer is to determine what the optimal value is of your case. You may be surprised to learn that, under the best-case scenario, the value is not nearly as high as you think. See our site’s page on Valuing Your Case. After realistically valuing your case, you should then discount that amount by some of the factors which can lessen its value. These include:

1. 1. • adverse evidence which is discovered through the course of litigation;
      • the court you are in;
      • the attitude and rulings of the judge;
      • who is litigating on the other side;
      • the probability of appeals even if you win at trial;
      • your financial resources; and,
      • your tolerance for prolonging the process.

 What is an offer of judgment?

An offer of judgment is a procedure (based on rules which govern lawsuits filed in court) where the other side proposes in writing an offer to have a judgment (or order to pay a specific sum of money) entered into the court docket (or record). If you accept this offer, it is entered. You can enforce this judgment just as if you won a trial and the court ordered an award in your favor.

How can I decide whether or not to accept an offer of judgment?

You need to evaluate any offer of judgment as you would a settlement at any point in your case: weigh the risks and possible gains of going forward against the offer. Rejecting an offer of judgment, however, has one additional risk: If you reject an offer of judgment and win your case at trial you can be penalized if the amount of damages awarded by a jury or judge is less than the amount of the offer of judgment. In that situation, you will not be allowed to seek payment of your attorney’s fees accrued after the date you reject the offer of judgment.

What do you mean if I reject an offer of judgment my attorneys’ fees might not be paid?

Under most civil rights laws and anti-discrimination statutes, if you prevail in your lawsuit you will be awarded reasonable attorneys’ fees and costs payable by the other side. Depending on your own fee arrangement with your lawyer, this may significantly impact your recovery. When you reject an offer of judgment and do not obtain a greater award than the offer at trial, you will not be able to request payment by defendant(s) of your attorneys’ fees for any of his or her time spent after that rejection. Because of this potential penalty, you need to discuss the pros and cons of accepting or rejecting an offer of judgment with counsel. This is a serious legal decision which cannot be summarized adequately on this website. You must weigh the pros and cons of this decision with your lawyer.

If I don’t settle, will I have to pay the other side’s fees?

No, as long as the lawsuit you bring is not “frivolous” (without any legal basis). To help protect you against filing a frivolous lawsuit, choose a lawyer who is experienced in employment law. Also, always read the complaint, which is the document in which you present the factual basis for your claims, and which once filed begins the lawsuit. It is ultimately your responsibility to ensure that the facts in the case are correct.

How much will I “net” if I settle my case? (Or, how is my portion of the settlement calculated?)

This depends on the terms of the retainer agreement you entered into with your lawyer. These arrangements typically include contingency and modified contingency arrangements as well as payment of attorneys’ fees on an hourly basis. See our site’s page on attorneys’ fees for additional information.

In any of these retainer arrangements, your attorney will be entitled to deduct their fees from your settlement. In contingency and modified contingency arrangements, these fees will amount to a percentage of the award. Where you have agreed to pay your attorney on an hourly basis, you will owe your attorney the balance of fees billed.

I don’t understand how my attorney calculated his share of my award. I don’t think he is following what we agreed to. What should I do?

The division of a settlement award between you and your lawyer should be spelled out in a written retainer agreement. To avoid any misunderstandings about what the written retainer says, always make sure you carefully read the provisions pertaining to attorneys’ fees. If you don’t understand what is written, make sure to ask your attorney to explain it to you before signing this document. See our the question on attorney fees in the Protect Your Rights section of the website.

What about the award of attorneys’ fees? How is that applied to the gross settlement?

Any sum of money in a settlement allocated separately as payment of “attorneys’ fees” should be credited against the fees you owe your attorney. How that is done depends on the type of retainer agreement you have with your lawyer.

Do I get to keep the entire amount of my settlement after I pay my attorney?

 No. The “net” amount after you pay your attorney is gross “income” to you. Money received as a settlement of an employment-related lawsuit is usually designated in one of two ways; as lost wages, or as compensation for emotional distress resulting from the conduct of your former employer. 

Under the law, money attributed to either category is taxable. You need to discuss with your attorney how to structure the settlement and how the money will be allocated. See our site’s page on taxation for further information.

My friend received a large personal injury settlement. His entire award was tax free, why isn’t my award tax-free?

Your friend’s personal injury settlement predictably was tax free because the money he received was attributable to the pain and suffering he experienced as a result of a physical injury. In employment cases, most of the time, emotional injuries stem from non-physical acts taken by the employer or an employee against you. Money received on account of such suffering is taxable, although most likely not as wages, and thus not subject to Social Security taxes. All damages received in lieu of past or present income are taxable as wages.  

In a contingency arrangement, why is my lawyer getting one-third of the gross settlement instead of the after-tax amount of the settlement?

Virtually all contingency and modified contingency arrangements provide that your attorney receives his or her percentage from the gross settlement sum. Just like you, the money to your counsel is not net income. Your attorney or his/her law firm will have to pay taxes on the amount received in attorneys fees.

How will any settlement I receive affect my tax bracket or tax obligations?

You need to consult an accountant or tax lawyer about this question. Most attorneys who represent plaintiffs in employment-related cases do not have the training to advise you about tax matters. You should be aware, however, that any sizeable award can impact your income tax situation significantly. It is usually a good idea to consult with a tax advisor before making the decision to settle. Your attorney may be able to negotiate how the money is allocated and the timing of payments made – but it is ultimately your pocketbook the IRS will go after. See our site’s page on taxation for further information.

My lawyer is pressuring me to settle. Isn’t it my decision whether we should settle the case?

My lawyer says if I do not accept the settlement being offered she will withdraw from representing me. I am confused and angry. What steps should I take?

First, resist the temptation to assume your lawyer is selling you down the river by encouraging you to settle. Your attorney is almost always on your side. Even if you doubt the sincerity of your counsel to champion your cause, keep in mind that in most cases, your attorney stands to gain financially if you either continue the case (when you pay hourly) or if your offer increases (in a contingency case). So, there is no incentive to undercut the value of your case.

Second, speak candidly to your lawyer. Ask pointed questions about why the attorney does not want to continue if you refuse the current settlement proposal. Evaluate with your attorney how realistic your expectations are about settlement. Make sure your attorney explains what your case is worth. This will put some perspective on what you perceive as your attorney’s “ultimatum.”

Don’t forget to examine your own motives for turning down a settlement offer. Are you seeking a form of “justice” which is not likely to happen? Are you afraid of closure – don’t want to stop fighting with your employer? Are you seeking revenge, rather than making a smart business/life style decision? These questions can help you assess whether your attorney is making an unreasonable demand of you, or you are not seeing the case clearly, and the offer pending for what it is worth.

I’ve talked to my lawyer. We still disagree about settlement. He wants to make a motion to withdraw from my case. What do I do?

If you can’t agree with your attorney about accepting a settlement, before he or she applies to the court to withdraw, consider consulting with one or more other attorneys. You can get a second and third opinion about the prudence of accepting a current offer, which may help to change your mind about the proposed offer. If not, perhaps another attorney would be willing to take your case. It always looks better to the court and opposing counsel for you to switch counsel rather than have your current lawyer make a public motion to withdraw.

I’m tired of litigation, and just want the case to be over. Should I take less than my attorney tells me my case is worth?

The decision whether to accept a settlement is always yours to make. A lawyer cannot compel you to reject a settlement offer. There are many reasons to settle a case for less than what your attorney thinks (best case scenario) it may be worth:

1. 1. • You don’t want to fight any more.
      • You want to avoid a deposition (statement given under oath) or testimony at trial.
      • You think a further financial investment in your case won’t result in a better outcome.
      • You want to move on with your life.
      • You should always consider what is best for you and your family – sometimes money isn’t the only thing that matters: resolution is.

I’ve been told that I will have to keep the settlement amount confidential if I settle the case. Do I have to agree to this provision?

Yes, if you want the money. Most if not all private employers will request that you keep the amount of the settlement confidential. Some employers will also require that you keep the facts surrounding the lawsuit and negotiations leading up to the settlement confidential. Public employers usually cannot require such a provision.

What happens if I reveal one of the confidences in my settlement agreement that I am supposed to keep secret?

You take the risk of being sued for breach of this provision of the settlement agreement. Some employers put a forfeiture or penalty provision in the agreement providing that you will have to pay back some or the entire settlement amount if you breach confidentiality. Almost all employers put in some type of penalty provision to ensure you don’t talk to anyone outside of a very limited group specifically exempt from confidentiality.

My proposed settlement agreement permits me to speak with my immediate family members without breaching the confidentiality provision but doesn’t include my live-in partner. If I can’t avoid discussing the terms of the settlement with my partner, will I have violated the agreement?

Technically, yes. To avoid this problem, you need to inform and/or remind your attorney of your living situation. Most employers will permit you to discuss your case and settlement with individuals you live with or other people in your life with whom you have an intimate relationship.

How can I choose an attorney who won’t undersell the value of my case, but who understands I don’t want to litigate forever?

There is no formula to finding an attorney who fits this bill, but choosing one who can communicate well with you – by both listening and answering questions – should be at the top of your list. Deciding whether to settle your case can be challenging, frustrating and anxiety provoking. You should be able to process the pros and cons of any proposed settlement with your attorney in a manner which is both respectful of your feelings and impressions but also in which your attorney can disagree with you without your feeling betrayed. This can usually be accomplished when the relationship with your attorney is premised on trust. So when consulting or interviewing an attorney, look for someone who you believe you can rely upon to follow their advice.

La legislación fiscal puede ser muy complicada y puede afectar a la cantidad de dinero que finalmente reciba de un caso laboral. Por ejemplo, los impuestos que usted paga sobre los daños de su caso pueden ser más altos que los impuestos que usted habría pagado sobre el dinero del empleo. Hay un esfuerzo continuo para cambiar las leyes en esta área. Sin embargo, Workplace Fairness está aquí para ayudarle. Para aprender más sobre impuestos en casos de empleo y sus derechos relacionados, lea abajo.

Cuando recibo dinero de mi empleador en mi caso laboral, ¿ese dinero está sujeto a impuestos?

Yes. The tax system starts with the basic premise that “All income is taxable, unless specifically excluded.” This includes settlements and damages from employment cases. Due to the way the tax laws are structured, however, you may pay higher taxes on money you receive in an employment case than you would if you had continued working for your employer and paid taxes on your wages.

Why are damages from employment cases taxed at a higher rate than income I receive during my employment?

Hay dos formas de pagar impuestos más altos al resolver o ganar su caso laboral. Si recibe una indemnización por daños y perjuicios no económicos (también llamados "daños compensatorios"), como el dolor y el sufrimiento y la angustia emocional que sufren los empleados como consecuencia de un acoso atroz e internacional, represalias u otros agravios similares en el lugar de trabajo, tendrá que pagar impuestos por esos daños, a pesar de que quienes reciben indemnizaciones por daños no económicos en otros tipos de casos, como los de lesiones personales, no pagan impuestos por ellos.

Sufrí una lesión física al ser agredido en el lugar de trabajo. Son imponibles los daños y perjuicios que recibí por la lesión física?

In a case rejected for review by the Supreme Court, Murphy v. IRS, the DC Circuit Court of Appeals upheld the constitutionality of taxing non-economic damages in employment cases, even though these damages are not taxed in other types of cases. As this is one of the only rulings on this subject, it will most likely be necessary to pass new legislation to undo the previous change to the law.

¿Son imponibles mis salarios atrasados en casos de empleo?

Sí. Los salarios atrasados tributan como renta, ya que si los hubiera percibido como salario durante su empleo, tributaría por ellos. Además, dado que está obligado a pagar impuestos sobre el importe total de sus ingresos en un año determinado, si recibe una indemnización a tanto alzado por varios años de salarios atrasados perdidos, a menudo pagará impuestos a un tipo más alto que si hubiera ganado esa paga durante un período de varios años. En la actualidad, no hay forma de calcular el promedio de la indemnización de modo que sólo pague impuestos al tipo que habría pagado si hubiera seguido trabajando. 

Resolví mi caso de discriminación laboral en 2003 y pagué una factura fiscal muy elevada, incluidos los impuestos sobre la cantidad que se destinó a mi abogado. ¿Ha cambiado la ley?

Yes. In October 2004, a provision ending double taxation of attorneys’ fees in employment discrimination, civil rights and other cases regulating employment was passed as part of the America Jobs Creation Act of 2004. The law allows employees who have received a settlement or award to deduct the portion of the award paid to the attorney as attorneys’ fees as an above-the-line deduction of attorneys’ fees This means that payments will not be subject to the Alternative Minimum Tax or to the 2% floor on miscellaneous deductions, which caused employees to pay taxes on portions of the award that they did not receive – which went to their attorneys instead. It applies to settlements and awards made, and fees and costs paid, after the date of enactment.

¿Qué casos han afectado a la constitucionalidad de los impuestos sobre daños no económicos que afecten a la necesidad de la CRTRA?

La reciente sentencia sostiene que el IRS puede seguir gravando los daños compensatorios concedidos a las víctimas de represalias de los denunciantes y otras violaciones de los derechos civiles. Estas indemnizaciones por daños y perjuicios, que pretenden que la víctima vuelva a estar "entera", incluyen pagos por pérdida de reputación y angustia emocional.

El caso fue presentado por Marrita Murphy, una denunciante medioambiental que ganó su caso ante el Departamento de Trabajo y recibió una indemnización compensatoria para reivindicar sus derechos en virtud de seis estatutos federales de denunciantes medioambientales. Murphy interpuso una demanda cuando el IRS le exigió que pagara impuestos sobre la indemnización compensatoria como si fueran ingresos. Tras la desestimación del caso, Murphy presentó un recurso.

Tras un completo proceso de información y argumentación oral, el Tribunal de Apelación sostuvo inicialmente que la indemnización de Murphy no era un ingreso y que el impuesto sobre sus daños violaba la Constitución estadounidense. Luego, presionados por la Administración Bush, los jueces decidieron volver a examinar el caso. En esta sentencia, Murphy II, el Circuito de Washington revocó su propia decisión anterior, declarando que los daños compensatorios no físicos son imponibles como ingresos brutos. El Tribunal Supremo declinó recientemente conocer de este caso.

Cuando recibo un finiquito o una indemnización de mi empresa, ¿están obligados a retener impuestos de la cantidad total que debo recibir?

Si recibe una cantidad a tanto alzado como liquidación de una demanda laboral, debe decidir cómo asignar las cantidades y qué formularios utilizar. Tiene dos opciones, el formulario W-2 y el formulario 1099-MISC. Dentro del formulario 1099-MISC, tiene otras dos opciones: Casilla 3 o Casilla 7. La casilla 3 corresponde a "otros ingresos", incluidas las indemnizaciones imponibles por daños y perjuicios. La casilla 7 es para "compensaciones no laborales" superiores a 600 dólares. Por ejemplo, suponga que llega a un acuerdo en su caso por 100.000 dólares. Usted paga a su abogado $ 30.000 según lo acordado en su anticipo. De los 70.000 $ restantes, usted y su contable o asesor fiscal deciden asignar 25.000 $ a la pérdida salarial y 45.000 $ a la angustia emocional. Sólo la asignación por pérdida de salario estará sujeta a las retenciones normales si elige la opción del formulario W-2.

This tax stuff is complicated – I’m not sure I understand it. What do I do to make sure I comply with the law?

La legislación fiscal es muy complicada, y es posible que el abogado que le represente en su caso laboral, que puede ser un gran conocedor de la legislación laboral, tampoco entienda del todo las implicaciones fiscales. Muchos abogados laboralistas recomiendan a sus clientes que obtengan asesoramiento fiscal independiente de alguien especializado en derecho fiscal, como un contable, un asesor fiscal o un abogado fiscalista. Si su abogado le hace esta recomendación, o si usted no entiende lo que su abogado le ha recomendado con respecto a las implicaciones fiscales de su acuerdo o indemnización, debería hablar con alguien que tenga experiencia específica en derecho fiscal.

Ahora que ha concluido su pleito y ha recibido dinero de su empleador, lo último que probablemente desea es una auditoría o más litigios. Merece la pena hacer una inversión relativamente mínima para obtener un buen asesoramiento fiscal, sobre todo si se compara con la alternativa de perder aún más dinero en impuestos y multas.

When you file for bankruptcy under any chapter of the Bankruptcy Code, all of your assets become “property” of the bankruptcy estate and becomes subject to administration by the bankruptcy court in which you file. Therefore, if you file for bankruptcy protection at any time after your employment claim arises, your interest in any pending lawsuit also becomes property of the bankruptcy estate, which includes “all legal or equitable interests of the debtor in property as of the commencement of the bankruptcy case.” The relevant date for bankruptcy purposes is when the claim arises – when the event or events at work occurred that are the subject of your lawsuit – not when you actually file your administrative claim or lawsuit itself.

The consequences of your bankruptcy filing can be dramatic. Filing a bankruptcy petition literally robs you of any standing to direct the course of your employment lawsuit – and the authority to receive directly the proceeds of any monetary award obtained in the litigation.

En su lugar, el tribunal de quiebras y cualquier administrador designado por el tribunal para administrar sus activos tienen la autoridad para determinar:

• La posibilidad de entablar una acción;
• La tarifa o tarifas a las que se compensará a cualquier abogado por la representación; y,
• Si se resuelve el litigio y en qué condiciones.

¿Puede mi abogado actual seguir representándome en mi caso laboral una vez que me haya declarado en quiebra?

Su abogado debe obtener la aprobación del tribunal de quiebras para ser contratado como "abogado especial" para proseguir el litigio. Huelga decir que su abogado puede no estar dispuesto a seguir representándole si existe la posibilidad de que no sea contratado por el administrador de la quiebra y/o no reciba la compensación acordada cuando usted firmó un acuerdo de representación. Por este motivo, debe informar a su abogado inmediatamente, si no lo ha hecho ya, una vez que se declare en quiebra, para que su abogado pueda tomar las medidas oportunas para ser contratado por el síndico y continuar con su caso.

¿Qué ocurre si primero presenté mi demanda laboral y ahora necesito declararme en quiebra?

El Tribunal de Quiebras exige a los deudores que identifiquen todos sus activos en sus planillas de quiebra para dar al síndico y a todos los acreedores la oportunidad de decidir cómo "administrar" la masa de la quiebra. 

This means that when you file for bankruptcy, you must disclose, under penalty of perjury, “all suits and administrative proceedings to which the debtor was or is a party within one year immediately preceding the filing of the bankruptcy case.” Additionally, you must disclose “contingent and unliquidated claims of every nature,” and equitable interests. You also are obligated to estimate the value of the claims, which you should do in consultation with your employment attorney.

Por lo tanto, debe revelarse cualquier acusación pendiente ante la EEOC o cualquier oficina estatal de derechos humanos, u otro procedimiento administrativo de una agencia estatal o federal, así como cualquier reclamación pendiente ante cualquier tribunal.

¿Qué ocurre si no he declarado mi crédito laboral en mi caso de quiebra?

Un síndico, con la aprobación del tribunal, puede decidir esperar a recibir los fondos de una reclamación pendiente y distribuir los ingresos entre los acreedores del deudor, o puede decidir "abandonar" la reclamación, en cuyo momento los ingresos irían directamente al deudor. En muchos casos, el síndico determinará que la reclamación es demasiado especulativa o que llevará demasiado tiempo tramitarla, por lo que no impedirá la resolución del caso de quiebra en los plazos previstos, y optará por abandonarla. El hecho de que el síndico siga adelante con la reclamación en nombre de la masa de la quiebra y de sus acreedores queda a su discreción, pero debe determinarse bajo la supervisión del tribunal.

Sin embargo, cuando el síndico no desiste de la demanda, el producto del litigio debe pasar por la masa de la quiebra para ser distribuido entre sus acreedores. Si, una vez pagados todos los acreedores, quedan fondos sobrantes, el síndico los entregará al demandante/deudor.

¿Qué ocurre si mi caso de quiebra ya se ha cerrado?

Si no comunica su demanda de empleo al tribunal de quiebras, pone en un aprieto a su abogado laboralista y compromete seriamente el valor potencial de su caso.

El hecho de no revelar su reclamación al síndico o al tribunal interfiere en la capacidad del síndico y del tribunal para determinar si debe "administrarla" o "abandonarla". Los bienes de la masa que no se abandonan y que no se administran en el caso siguen siendo propiedad de la masa de la quiebra.

Los tribunales han dictaminado que los acreedores deben tener la oportunidad de compartir los frutos de cualquier recuperación que usted reciba. No importa si actuó de mala fe: los tribunales admiten la posibilidad de un error honesto cuando usted se presenta ofreciendo compartir los frutos de la recuperación con sus acreedores.

I need my workers’ compensation to pay my medical expenses. Will my workers’ compensation become part of the bankruptcy estate?

Todos los estados tienen una lista de activos que están exentos de convertirse en parte de la masa de la quiebra, y lo más probable es que su compensación de trabajadores es uno de esos activos. Sin embargo, debido a la naturaleza complicada de las leyes de bancarrota de algunos estados, lo mejor es preguntar a su abogado de bancarrota sobre las leyes en su estado. Por ejemplo, en California si su acuerdo de compensación de trabajadores ha sido modificado, como cuando usted recibe un pago por adelantado en el acuerdo, entonces su compensación de trabajadores ya no puede estar exenta.

Note: If you are currently pursuing or plan to bring a lawsuit against your employer, or have filed a claim with an administrative agency such as the EEOC, it is extremely important to consult with your lawyer (both your employment lawyer and your bankruptcy lawyer, if you have one) before filing for bankruptcy. This move will have extremely important consequences for your claim against your employer, so it is critical that your attorneys be aware of your plan to file for bankruptcy and have an opportunity to fully advise you how filing for bankruptcy will affect your employment case.

If you have already filed for bankruptcy and have not yet told your bankruptcy and employment lawyers, it is very critical that you do so immediately, as you and your attorneys must act promptly to try to minimize the consequences of the bankruptcy filing. The longer that you delay, the more likely it is that your actions may be viewed as an attempt to mislead or defraud the bankruptcy court, which could cost you the ability to pursue your employment case.

Tener que declararse en quiebra durante una disputa con su empleador, o antiguo empleador, es una posibilidad demasiado real. Al fin y al cabo, lo más probable es que no presentara una demanda si estuviera recibiendo el dinero que se merece. Aunque los efectos de la quiebra pueden parecer complicados al principio, la regla básica es que sus acreedores tienen prioridad. Para saber más sobre la quiebra y cómo puede afectar a su demanda, lea a continuación:

Si me declaro en quiebra, ¿cómo afectará a mi caso laboral contra mi empleador?

When you file for bankruptcy under any chapter of the Bankruptcy Code, all of your assets become “property” of the bankruptcy estate and becomes subject to administration by the bankruptcy court in which you file. Therefore, if you file for bankruptcy protection at any time after your employment claim arises, your interest in any pending lawsuit also becomes property of the bankruptcy estate, which includes “all legal or equitable interests of the debtor in property as of the commencement of the bankruptcy case.” The relevant date for bankruptcy purposes is when the claim arises – when the event or events at work occurred that are the subject of your lawsuit – not when you actually file your administrative claim or lawsuit itself.

The consequences of your bankruptcy filing can be dramatic. Filing a bankruptcy petition literally robs you of any standing to direct the course of your employment lawsuit – and the authority to receive directly the proceeds of any monetary award obtained in the litigation.

En su lugar, el tribunal de quiebras y cualquier administrador designado por el tribunal para administrar sus activos tienen la autoridad para determinar:

• La posibilidad de entablar una acción;
• La tarifa o tarifas a las que se compensará a cualquier abogado por la representación; y,
• Si se resuelve el litigio y en qué condiciones.

¿Puede mi abogado actual seguir representándome en mi caso laboral una vez que me haya declarado en quiebra?

Su abogado debe obtener la aprobación del tribunal de quiebras para ser contratado como "abogado especial" para proseguir el litigio. Huelga decir que su abogado puede no estar dispuesto a seguir representándole si existe la posibilidad de que no sea contratado por el administrador de la quiebra y/o no reciba la compensación acordada cuando usted firmó un acuerdo de representación. Por este motivo, debe informar a su abogado inmediatamente, si no lo ha hecho ya, una vez que se declare en quiebra, para que su abogado pueda tomar las medidas oportunas para ser contratado por el síndico y continuar con su caso.

¿Qué ocurre si primero presenté mi demanda laboral y ahora necesito declararme en quiebra?

El Tribunal de Quiebras exige a los deudores que identifiquen todos sus activos en sus planillas de quiebra para dar al síndico y a todos los acreedores la oportunidad de decidir cómo "administrar" la masa de la quiebra. 

This means that when you file for bankruptcy, you must disclose, under penalty of perjury, “all suits and administrative proceedings to which the debtor was or is a party within one year immediately preceding the filing of the bankruptcy case.” Additionally, you must disclose “contingent and unliquidated claims of every nature,” and equitable interests. You also are obligated to estimate the value of the claims, which you should do in consultation with your employment attorney.

Por lo tanto, debe revelarse cualquier acusación pendiente ante la EEOC o cualquier oficina estatal de derechos humanos, u otro procedimiento administrativo de una agencia estatal o federal, así como cualquier reclamación pendiente ante cualquier tribunal.

¿Qué ocurre si no he declarado mi crédito laboral en mi caso de quiebra?

Un síndico, con la aprobación del tribunal, puede decidir esperar a recibir los fondos de una reclamación pendiente y distribuir los ingresos entre los acreedores del deudor, o puede decidir "abandonar" la reclamación, en cuyo momento los ingresos irían directamente al deudor. En muchos casos, el síndico determinará que la reclamación es demasiado especulativa o que llevará demasiado tiempo tramitarla, por lo que no impedirá la resolución del caso de quiebra en los plazos previstos, y optará por abandonarla. El hecho de que el síndico siga adelante con la reclamación en nombre de la masa de la quiebra y de sus acreedores queda a su discreción, pero debe determinarse bajo la supervisión del tribunal.

Sin embargo, cuando el síndico no desiste de la demanda, el producto del litigio debe pasar por la masa de la quiebra para ser distribuido entre sus acreedores. Si, una vez pagados todos los acreedores, quedan fondos sobrantes, el síndico los entregará al demandante/deudor.

¿Qué ocurre si mi caso de quiebra ya se ha cerrado?

Si no comunica su demanda de empleo al tribunal de quiebras, pone en un aprieto a su abogado laboralista y compromete seriamente el valor potencial de su caso.

El hecho de no revelar su reclamación al síndico o al tribunal interfiere en la capacidad del síndico y del tribunal para determinar si debe "administrarla" o "abandonarla". Los bienes de la masa que no se abandonan y que no se administran en el caso siguen siendo propiedad de la masa de la quiebra.

Los tribunales han dictaminado que los acreedores deben tener la oportunidad de compartir los frutos de cualquier recuperación que usted reciba. No importa si actuó de mala fe: los tribunales admiten la posibilidad de un error honesto cuando usted se presenta ofreciendo compartir los frutos de la recuperación con sus acreedores.

I need my workers’ compensation to pay my medical expenses. Will my workers’ compensation become part of the bankruptcy estate?

Todos los estados tienen una lista de activos que están exentos de convertirse en parte de la masa de la quiebra, y lo más probable es que su compensación de trabajadores es uno de esos activos. Sin embargo, debido a la naturaleza complicada de las leyes de bancarrota de algunos estados, lo mejor es preguntar a su abogado de bancarrota sobre las leyes en su estado. Por ejemplo, en California si su acuerdo de compensación de trabajadores ha sido modificado, como cuando usted recibe un pago por adelantado en el acuerdo, entonces su compensación de trabajadores ya no puede estar exenta.

Nota: Usted, como demandante en un caso laboral, puede beneficiarse de algunas de las protecciones del Código Concursal para los acreedores. Aunque obviamente preferiría no tener que presentar su reclamación contra su empleador ante el tribunal de quiebras, no debería simplemente abandonar su reclamación sin evaluar la posibilidad de preservar la reclamación o la sentencia, considerando las opciones disponibles en consulta con su abogado y/o un abogado especializado en quiebras.

Si ha presentado o piensa presentar una demanda contra su empleador y éste se declara en quiebra, puede acabar complicándose la vida. Sin embargo, Workplace Fairness está aquí para ayudarle a superar la situación. Para obtener más información sobre la quiebra del empleador y las demandas, y sus derechos relacionados con ellos, lea a continuación.

Tras presentar una demanda contra mi empleador, me he enterado recientemente de que éste se declara en quiebra. ¿Cómo afectará esto a mi demanda laboral?

La presentación de una solicitud de quiebra por parte de una empresa o persona demandada nunca es una buena noticia para usted como demandante en un caso laboral. Sin embargo, no tiene por qué ser el fin del mundo, o el fin de sus reclamaciones contra el demandado. Un demandante en un caso laboral en curso es un acreedor del empleador demandado, porque según el Código de Quiebras, un acreedor incluye a cualquier persona que tenga una reclamación que haya surgido contra el deudor en el momento o antes de la presentación de la petición de quiebra. El Código Concursal prevé mecanismos para que los acreedores puedan maximizar sus reclamaciones contra el deudor.

Sin embargo, el objetivo de una petición de quiebra -ya se trate de una reorganización en virtud del Capítulo 11 o de una liquidación en virtud del Capítulo 7 por parte de una persona jurídica, o en virtud del Capítulo 7 o del Capítulo 13 por parte de un particular- es liberar al deudor de todas las deudas que existían antes de la declaración de quiebra y ofrecerle un "nuevo comienzo". Una persona jurídica u otra entidad comercial que inicie un proceso de reorganización de deudas a través del tribunal de quiebras suele tener pocos incentivos para destinar fondos al pago de deudas contraídas antes de la presentación de la quiebra, especialmente deudas no liquidadas y no garantizadas, como el crédito laboral de un demandante. Las personas que se han declarado en quiebra están igualmente motivadas para lavar todas sus deudas. Incluso si ha obtenido una sentencia antes de que se presente la quiebra, la deuda podría ser liquidada para siempre por el tribunal de quiebras, lo que significa que el deudor no estará obligado a pagar ninguna parte de la sentencia.

¿Puedo seguir demandando a mi empresa una vez que se ha declarado en quiebra?

Depende. La presentación de una petición de quiebra por parte de un demandado desencadena una suspensión automática de todos los litigios contra el demandado/deudor. Esto significa que usted o su abogado no pueden, sin violar la suspensión, hacer ninguna demanda de pago, o iniciar o continuar cualquier litigio que fue o podría haber sido iniciado antes de la quiebra. Esto incluye continuar con el descubrimiento o pedir a un juez que emita cualquier orden en su caso. Si ya se ha dictado una sentencia, la suspensión le impide hacer cualquier esfuerzo para ejecutarla.

Cualquier acción tomada en violación de la suspensión es nula y una violación deliberada de la suspensión puede ser castigada con una citación por desacato al tribunal, y/o requerir que usted pague los honorarios de abogados y daños incurridos por el demandado/deudor. Para recuperar el dinero de su empleador, tendrá que quedar exento de la suspensión o continuar su demanda ante el tribunal de quiebras.

La EEOC está implicada en mi caso. Puede la EEOC continuar sus esfuerzos una vez que mi empleador se ha declarado en quiebra?

No puede emprender ninguna otra acción contra el empresario demandado una vez que se haya declarado en quiebra, lo que incluye iniciar o continuar cualquier procedimiento administrativo ante la Comisión para la Igualdad de Oportunidades en el Empleo o un organismo estatal o federal similar.

Sin embargo, cuando una "unidad gubernamental", como la EEOC o cualquier comisión estatal de derechos humanos, emprende acciones contra el empresario/deudor con un fin público (distinto de la acusación individual de discriminación de un litigante privado, por ejemplo), la suspensión automática no se aplica a dichos procedimientos. El Código de Quiebras reconoce el interés público superior de permitir a las entidades gubernamentales ejercer sus poderes reguladores o policiales, a pesar de la quiebra del demandado. Por lo tanto, al igual que otras entidades gubernamentales, la EEOC y las comisiones estatales de derechos humanos están facultadas para continuar sus procedimientos con el fin de reivindicar el interés público de erradicar la discriminación en el empleo y otras violaciones de los derechos de los trabajadores.

¿Qué medidas positivas debo tomar para preservar mi derecho?

La quiebra suele consistir en resoluciones negociadas. Se trata de un ámbito en el que la rueda chirriante suele llevarse la palma. Esto no quiere decir que la grasa equivalga a la justicia. Sin embargo, una planificación cuidadosa puede ayudarle a frustrar el intento de un empresario demandado de utilizar su quiebra para eludir la deuda contraída con usted como demandante.

A continuación se exponen algunas de las medidas que usted y/o su abogado pueden adoptar para preservar su reclamación:

• File a proof of claim.
• Check schedules / contact the debtor’s counsel and/or the trustee.
• Seek relief from the automatic stay to liquidate the claim.
• In a Chapter 11 case, vote on the plan of reorganization.
• Participate on the unsecured creditors committee.
• File a nondichargeability complaint in the bankruptcy court.

¿Qué es una prueba de reclamación?

El paso más importante para proteger su reclamación contra el empresario demandado ante el tribunal de quiebras es presentar una prueba de reclamación. La prueba de reclamación:

• Notifica al tribunal de quiebras su reclamación y su intención de participar en cualquier distribución de activos a los acreedores, independientemente de si el deudor incluyó su reclamación en sus listas de quiebra;
• Le da derecho a oponerse a cualquier actividad en el caso de quiebra que pueda afectar a la adjudicación o valoración de su crédito,
• Ayuda a garantizar que se le notifiquen las actuaciones del tribunal.

 The proof of claim is a single-page form that may be filed under your signature. Although you do not need the signature of an attorney admitted to the bankruptcy court in which the defendant/debtor has filed, in order to file the proof of claim, a bankruptcy attorney certainly should be consulted, as there are deadlines for filing the proof of claim.

El formulario oficial de prueba de reclamación está disponible en el tribunal de quiebras. La mayoría, si no todos, de los tribunales de quiebras están ahora en línea, y ponen a disposición todos los formularios necesarios, a veces incluyendo ejemplos de modelos, en un formato .pdf descargable que se puede imprimir y completar, o en un formulario en línea "escribible".

¿Qué información debo incluir en la prueba de reclamación?

El formulario de solicitud requiere:

• Identificar la base de la reclamación;
• El importe del crédito en el momento de presentar la solicitud de quiebra;
• Si alguna parte del crédito está garantizada; y,
• Si tiene un crédito prioritario no garantizado, tal y como se define este término en el Código de Quiebras. En la mayoría de los casos, su reclamación laboral será una reclamación general no garantizada.

Debe ser lo más completo posible a la hora de hacer valer su prueba de reclamación y debe adjuntar documentos justificativos, como una demanda con el sello del expediente, un contrato de trabajo o una sentencia, según proceda. Debe incluir en la prueba de la demanda todos los componentes de las reclamaciones y la reparación solicitada contra el demandado/deudor, incluidos los daños compensatorios, la reparación equitativa, la reparación prospectiva, los intereses de demora y posteriores a la sentencia y los honorarios de los abogados. Consulte la página de daños y perjuicios de nuestro sitio web para obtener más información sobre estos distintos tipos de daños y perjuicios.

Si la demanda se ha presentado sin una cuantía específica, puede indicar la cuantía de la demanda como "indeterminada". Debe consultar con su abogado para preparar esta información, o pedirle que la prepare por usted.

Are there debts the defendant can’t discharge in bankruptcy?

If the defendant is an individual, certain types of debts are not eligible for discharge in the bankruptcy case. Pursuant to the Bankruptcy Code, any debt for “willful and malicious injury by the debtor to another entity” is excepted from discharge in the bankruptcy proceeding. 

Los demandantes en casos de discriminación en el empleo han logrado convencer a los tribunales de quiebra de que sus deudas no son exigibles, basándose en las conclusiones del jurado de que los demandados causaron "daños intencionados y malintencionados", o cuando el jurado concedió daños punitivos que requerían una conclusión de intención deliberada o maliciosa. Sin embargo, si usted no ha tenido el beneficio de ningún procedimiento previo a la quiebra para obtener una declaración de daño intencional y malicioso contra el demandado/deudor, lamentablemente tiene muchas menos probabilidades de que los tribunales de quiebra consideren que la deuda creada por su caso no es descargable.

A plaintiff/creditor or judgment creditor may file a complaint in the bankruptcy court asking the court to determine whether the debt is dischargeable. You must act promptly to meet the bankruptcy court’s short deadlines to initiate a complaint based upon willful or malicious injury, false pretenses, false representation, fraud, or fraud while acting in a fiduciary capacity.

¿Debo participar en el Comité de Acreedores No Garantizados?

Sí, si es posible. En un caso al amparo del Capítulo 11, el síndico de los Estados Unidos puede nombrar un comité de acreedores no garantizados, cuya función consiste, entre otras cosas, en investigar el activo y el pasivo del deudor, el funcionamiento de la empresa, participar en la formulación del plan y consultar con el síndico o el deudor en posesión de los bienes acerca de la administración del caso. El comité también puede estar autorizado a contratar abogados, contables u otros profesionales para que le ayuden.

The committee is composed of unsecured creditors, and provides a vehicle for a representative group to participate in the case in an orderly manner. Depending on the value of the plaintiff/creditor’s claim, the funds available for distribution from the estate to creditors, and the nature of the defendant/debtor, whether a large or small corporate entity or an individual, participation on the committee may be an opportunity to advance your interests in the case.

In a Chapter 7 case, at the meeting of creditors (called a 341 meeting), the creditors may elect a committee of creditors who hold allowable unsecured claims to consult with the trustee or the United States trustee in the administration of the case, and to appear in court on any matter affecting the administration of your case.

Puede tener motivos para preocuparse si el demandado llega a un acuerdo en el último momento poco antes de declararse en quiebra.

Los acuerdos de liquidación están sujetos a las disposiciones sobre "preferencia anulable" del Código de Quiebra. La política que subyace a estas disposiciones es que los activos del deudor deben estar disponibles para compensar a todos sus acreedores, y no sólo a aquellos acreedores a los que el deudor "prefería" pagar inmediatamente antes de la declaración de quiebra.

Any transfer of property, including money or a commitment to pay money in settlement of a claim against the defendant is subject to the bankruptcy court’s authority to compel the transferee plaintiff/creditor to disgorge the money. Any transfer within 90 days of the bankruptcy filing is presumed to be an avoidable transfer and subject to return to the bankruptcy estate. If the transferee is an “insider” of the debtor entity, the preference period is one year. Insiders include people such as relatives, general partners, directors or officers of the debtor- check with your attorneys to see if this applies to you.

Si un empleador demandado amenaza con declararse en quiebra o afirma estar en una posición financiera débil, usted debe ser consciente del riesgo de tener que devolver los fondos y debe ser reacio a liberar o desestimar sus reclamaciones pendientes bajo tal presión del demandado. Una vez que el demandado se declara en quiebra, una reclamación o sentencia viable que existía antes de la declaración de quiebra es mejor que una reclamación que usted ya ha retirado mediante liberación o desestimación cuando resolvió su caso.

¿Tienen prioridad en la quiebra determinados tipos de créditos laborales?

In order to receive priority treatment, the claims must be for unpaid wages or other forms of compensation, and have bedn earned within 180 days before the date of the filing of the petition or the date of the cessation of the debtor’s business, whichever occurs first. 

Además, los salarios impagados u otras formas de compensación deben haberse devengado como:

• Sueldos, salarios o comisiones, incluidas las pagas de vacaciones, indemnizaciones y bajas por enfermedad devengadas por una persona física,
• Comisiones de ventas percibidas por un particular; o,
• Por una empresa con un solo empleado, actuando como contratista independiente en la venta de bienes o servicios para el deudor en el curso ordinario de los negocios del deudor si, y sólo si, durante los 12 meses anteriores a esa fecha, al menos el 75 por ciento de la cantidad que la persona física o jurídica ganó actuando como contratista independiente en la venta de bienes o servicios fue obtenida del deudor.

The Bankruptcy Code preempts state statutes that recognize or allow for perfection of employee liens for unpaid wages.

What if my employer still owes me money that doesn’t qualify as a priority claim?

El resto de la reclamación de un empleado por sueldos, salarios o comisiones se trata como una reclamación general no garantizada.

Por ejemplo, si se le adeudan 15.000 dólares en concepto de salarios impagados devengados antes de la declaración de quiebra y la empresa se declara en quiebra, el importe de esa remuneración devengada en los 180 días anteriores a la declaración (hasta 12.850 dólares) recibirá un trato "prioritario" y se pagará antes que otros créditos generales no garantizados anteriores a la declaración de quiebra.

If all $15,000 was earned within the 180 days, you will have a $10,000 priority claim and a $2,150 general unsecured prepetition claim that waits in line further down the list of claims eligible for payment.

What if I had an employment contract?

La reclamación de un trabajador por daños y perjuicios resultantes de la rescisión de un contrato de trabajo se trata como una reclamación general no garantizada y "se admitirá", en ausencia de objeción, y previa notificación y audiencia, en la medida en que no exceda de la indemnización prevista en dicho contrato, sin aceleración, durante un año a partir de la fecha anterior de:

• La fecha de presentación de la petición; o,
• La fecha en la que el empresario ordenó al trabajador que finalizara, o dicho trabajador finalizó, la ejecución del contrato; y además,
• Cualquier compensación impagada debida en virtud de dicho contrato, sin aceleración, en la primera de dichas fechas.

Mi empresa dejó de hacer las aportaciones a mi plan de pensiones que se había comprometido a hacer antes de declararse en quiebra. Puedo recuperar esas aportaciones en el procedimiento concursal?

They will be considered a priority claim up to the following amount for each benefit plan:

• El número de empleados cubiertos por cada uno de dichos planes multiplicado por 10.000 $;
• Restando la cantidad total pagada a dichos empleados en concepto de salarios (como se ha comentado en la pregunta anterior; y,
• Restando la cantidad total pagada por el patrimonio en nombre de dichos empleados a cualquier otro plan de prestaciones para empleados.

Para recuperar estos pagos a través de un procedimiento de quiebra, lo más probable es que sea necesario presentar una demanda en nombre de todos los empleados afectados, por lo que si esto es un problema en su caso, consulte con su abogado.

It is also possible that the Pension Benefit Guarnatee Corporation, a government agency responsible for protecting pension benefits by taking over defunct plans, may be involved in administering your plan, which could affect the benefits to which you are entitled. For more information, please consult with the PBGC’s website or your attorney.

¿Hasta cuándo puedo reclamar daños y perjuicios al empresario demandado en mi demanda de quiebra?

Se ha considerado que el Código Concursal limita la reclamación de un empleado basada en una sentencia anterior al concurso obtenida por el demandante contra el deudor más de dos años antes de la presentación de la petición de quiebra. Sin embargo, algunos tribunales no han estado de acuerdo con estas sentencias, por lo que es importante trabajar con su abogado para determinar cuál debe ser el alcance de su reclamación.